leadership in transformational times 2013
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Leadership in transformational times means that leaders are faced with a number of dilemmas: How do I balance between trust and control? How do I clarify my vision and unleash the talents and potential of my team? How do I manage on results when I rarely see my employees? During this session we discover and explore the principles, mindsets and skills that will help leaders/managers "lead talent in transformational times". These insights are based on the bestseller management books of the FranklinCovey Institute: “The Seven Habits of Highly Effective People,” “The 8th Habit, From Effectiveness to Greatness”, and “The Speed of Trust.”TRANSCRIPT
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Leadershipin Transformational Times
Martine Couder
14 januari 2013
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The Changing World
The Changing Workforce
The New Workforce in a New World
is Changing How We Work
Transformational Times
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“Your competition can copy every advantage you'vegot — except one.
That's why the world's best companies are realizing
that no matter what business they're in, their real
business is building leaders.”Geoff Colvin
The Competitive Advantage
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To be successful in these turbulent times leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change.
This means that both leaders and employees must change – even evolve – their mindsets about their role within the organization, the way in which the work is organized, and the way the organization
functions.
The Leadership Challenge
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The 4 Essential Questions
How do I manage people from
(smart) trust?
How do I create a clear vision for my team and/or
company?
How do I unleash the full potential of my co-workers?
How do I streamline the different systems?
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Leadership
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Great Leaders
Great leaders have an almost perfect balance of character and capability.
And the best leadership competency models build both.
The capacity for personal
and inter-personal
effectivenes
The ability to achieve
sustainable results
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Levels of Leadership
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Personal Leadership
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Proactive Mindset
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Average manager:I live by default.
Effective Manager:I live by design.
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Current focus:I need to get my people more organized.
Effective focus:By organizing myself first, I can then model the behavior that I want my team to do.
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Current framework and tools:No planning, I just react to what ever comes along.
Better framework and tools:1. Contribution statement2. Weekly & Daily planning3. Minute Meeting Planner4. Project Management
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Team Leadership
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The Whole-Person Mindset
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The 4 Need Areas
Use me creatively
Reward me fairly
Treat me nicely
Let me make ameaningfulcontribution
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“Micro” manager:I’m the boss and people expect me to tell them what to do.
Effective Manager:I treat people with respect and we set clear expectations together so we all get much better outcomes.
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Current :I jump in and solve problems quickly.
Effective focus:I take time to understand the real issue by listening first and giving people candid feedback.
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Current framework and tools:One-way communication, I just react to what people are saying/doing.
Better framework and tools:1. Win-win agreements2. Feedback model3. Synergizing or the Third-
Alternative process
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Levels of engagement
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Organizational Leadership
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The Whole-Person ParadigmDrives What Great Leaders Do
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Inspire Trust: Build Personal Credibility
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Clarify Purpose: Create a Shared Vision
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Streamline the 4 Essential Systems
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Unleash Potential: the 3 Leadership Conversations
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Conclusion:
The 3 Building Blocks for
Authentic and Shared
Leadership
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Let Go to Grow
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Create a Culture of Trust
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See Leadership Development as a Strategic
Imperative Collective and shared leadership Continuous learning and
development process Structurally embedded in the
organization
“Leadership is not about filling a gap, but about igniting a field of inspired actions.” Otto
Scharmer
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3 Questions for You
Question 1: What attributes/skills and qualities do the best leaders in your organization possess?
Question 2: When it comes to leadership, what skills and abilities do your leaders need to have to be great leaders?
Question 3: What gaps do you currently have in your leadership development program and are you doing anything to close them?
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Capture the GoldWhat were the most valuable insights for you
tonight?
